241–250 of 1001 posts
Earlier quoted context omitted.
What would you prefer? Some sort of rating or ranking system based off of objective standards?
licensing might not be a bad route, similar to a carpenter's license or a bar exam
Our industry's hiring practices are absolutely obnoxious. In an ideal world, you could trust someone's resume. e.g. "I've written large production programs in C." Ok, great, so then clearly this person knows C so there should be no need to dissect code or run them thru some linked list algorithm and see if they know how to use pointers correctly. Yet, we do. Ok, then what about open source contributions (if they have…
Less automated / efficient hiring practices could also contribute to higher developer salaries, which would in a roundabout way, provide some compensation for what seems like "uncompensated" time spent intensively interviewing.
Earlier quoted context omitted.
Exactly - a take-home test that will take more than ~2 (maybe 3) hours to complete is unreasonable. And it should be administered only after a preliminary phone screen. I'm willing to give up an evening for a job that appeals to me and that I have a decent chance at landing. I'm not willing to give up all my weekday free time for a week or stay up until 3am. And I won't do either if you're not willing to first invest…
The problem with any take-home test, ESPECIALLY one that you only expect to take 2 hours, is that you hand people an advantage who do have more time to spend on it. That was what stopped us doing it, and started looking at reasonable tests that you can't prepare for, and can't spend more than the allotted time on. So that means we weave the testing into a 1-2 hours interview, and everyone has the same chance. (we als…
We do require candidates to use version control and (though we don't tell them so) we review individual commits to understand the candidate's approach and how they use version control, and commit timestamps to see how long implementation took them.
And the volume of candidates who pass both resume review and phone screen in our process is low enough that we're not usually comparing candidates to one another; it's "can you do the job or not". So relative advantages aren't such a big deal.
If you're going to expect people to do real work, you need to pay them. This is common in a field like journalism. Want to do a one or two day trial of a reporter? Pay them to write for you! Have them work in a real environment and do real work for publication. If you're not willing to pay people for their time, and it's not an executive position, asking for days of a person's time is asinine. Also, if the homework i…
How do you try to hire people who currently have jobs with strict anti moonlighting policies? (Or maybe the answer is just don't bother, and you can afford shrinking the applicant pool without any big adverse effects)
Earlier quoted context omitted.
What would you prefer? Some sort of rating or ranking system based off of objective standards?
licensing might not be a bad route, similar to a carpenter's license or a bar exam
Our industry's hiring practices are absolutely obnoxious. In an ideal world, you could trust someone's resume. e.g. "I've written large production programs in C." Ok, great, so then clearly this person knows C so there should be no need to dissect code or run them thru some linked list algorithm and see if they know how to use pointers correctly. Yet, we do. Ok, then what about open source contributions (if they have…
For candidates with many years of experience, obviously they can and have been writing software effectively, so for me it mostly comes down to whether they could work well on a team, interact with clients successfully, and be capable of mentoring juniors.
Our industry's hiring practices are absolutely obnoxious. In an ideal world, you could trust someone's resume. e.g. "I've written large production programs in C." Ok, great, so then clearly this person knows C so there should be no need to dissect code or run them thru some linked list algorithm and see if they know how to use pointers correctly. Yet, we do. Ok, then what about open source contributions (if they have…
If the industry wasn't so full of lying incompetents, it wouldn't be an issue.
Earlier quoted context omitted.
What would you prefer? Some sort of rating or ranking system based off of objective standards?
licensing might not be a bad route, similar to a carpenter's license or a bar exam
If you're going to expect people to do real work, you need to pay them. This is common in a field like journalism. Want to do a one or two day trial of a reporter? Pay them to write for you! Have them work in a real environment and do real work for publication. If you're not willing to pay people for their time, and it's not an executive position, asking for days of a person's time is asinine. Also, if the homework i…
An offer of payment does not make silly time commitments palatable for me. I already have a job. If I wanted more cash, I'd just moonlight.
Our industry's hiring practices are absolutely obnoxious. In an ideal world, you could trust someone's resume. e.g. "I've written large production programs in C." Ok, great, so then clearly this person knows C so there should be no need to dissect code or run them thru some linked list algorithm and see if they know how to use pointers correctly. Yet, we do. Ok, then what about open source contributions (if they have…
I've literally seen someone who did firmware for the space shuttle grind for 45 minutes on fizz buzz without making progress. Like, I'd they struggle for ten minutes or so, I take a step back and say "Ok, screw syntax, let's just vaguely talk about what needs to happen and mock up some pseudo code.". Even then, grinding for another half hour with no progress.